We always seem to meet each management challenge with the urging "communicate more, make sure everyone has the facts". But in this case, the old advice is still legitimate. Find out what people are thinking; how they are interpreting the decisions and actions of management. Talk to them. You'll be amazed to discover how differently people can interpret your actions. Your action to "relieve the staff person of administrative trivia and help them get back to the job they love" could have been interpreted by the person as a reduction in status and responsibility and further evidence of your harmful intentions.

As people, whether managers or staff, we have certain responsibilities as well. First, get to know what is going on in your body — be aware of how you are feeling and how much stress you are under. Take action to manage the stress of change. Now is not the time to give up jogging. Don't add to your stress by introducing other change — wait a while before giving up smoking or buying a new house. Get to know what is going on in the new situation — keep requesting information. Seek out people who seem to be further along, and find out what information has helped them come to grips with the new.

The pace of change is increasing. We might as well learn how to cope and how to help those around us manage transitions. We can do it better if we recognize the reality of how we feel about what is happening and accept there is a reason to manage change.